Judge condemned respondent’s conduct as ‘appalling’ and ‘inexcusable’ after vulnerable claimant was ridiculed for insisting on social distancing measures
People Management magazine’s Post
More Relevant Posts
-
🤧 An employer has been ordered to pay over £26,000 (including £18,000 for injury to feeling) to an ex-employee after the boss coughed in her face on purpose. ➡ The Employment Tribunal ruling in Philpott v Cawdor Cars found the property manager, who suffers from psoriatic arthritis was constructively unfairly dismissed, discriminated against due to her disability, and victimised. ➡ During the pandemic, Philpott’s boss when passing her in a corridor, coughed in her direction deliberately and loudly, commenting that she was being ridiculous. ➡ The Judge also commented on the Respondents’ witnesses who came across as defensive and not being wholly straightforward, with some unconvincing denials of events. 🤣 Mr D Davies was observed during the hearing to be apparently smirking or laughing during his evidence. Given the seriousness of the situation and allegations, the Tribunal commented that this was not conducive to credibility and noted the distress of his provocative behaviour. ➡ The Judge held that his purpose was to ridicule and intimidate and that it was unfavourable treatment in the circumstances of the pandemic and Philpott’s health situation. There was no legitimate aim by his actions, nor excuse and the judge held his “gross behaviour” to be “appalling”. ➡ This decision and the conduct of the respondent’s witnesses highlights again the risk to employers of not educating their staff about health conditions in the workplace and taking health and safety concerns seriously. #employmenttribunal #caselaw #disabilitydiscrimination #constructivedismissal #victimisation #TheEqualityAct2010 #hr #hrsupport #employmentlaw #employers #workplace
To view or add a comment, sign in
-
In the last week of what has been a pretty awful election campaign all round, it is beyond depressing to see a candidate for UK Prime Minister being attacked as “part time” because they aspire to set Friday evenings aside for their family, except for “a few exceptions”. At a time when as leaders we are trying hard to make our business more inclusive as well as promoting the importance of personal wellbeing and avoiding burnout, visible male role models are not just refreshing but hugely important - so this week’s discourse is a backwards step. #Wellbeing #FamilyTime #AMon #LikeWhatYouDo #DiversityandInclusion
To view or add a comment, sign in
-
Jones v The Secretary of State for Health and Social Care EA-2022-000744-JOJ A ruling by HHJ Tayler addressed a perversity appeal regarding the extension of time in Jones v The Secretary of State for Health and Social Care. The appeal was dismissed, accompanied by valuable insights into the appropriate criteria for such extensions. https://lnkd.in/ewwqBAt9 #lawstudents #employmentlaw #employmentlawyer
Jones v The Secretary of State for Health and Social Care EA-2022-000744-JOJ
https://employees.ukemploymentlaw.uk
To view or add a comment, sign in
-
After the horrifying incident of what happened to a doctor at her own workplace, I have seen people protesting on streets and in the hospitals where opds were non functional as a sign of silent protest. But I have not seen or heard anyone mentioning change in policy or change in the protocol to make the environment or workplace as a safe place for women employees. Where the workplace demands women employees to work till late at night or evening shifts.. did we hear the organisations promising or even talking to provide their own dedicated cab services to the female staff as in healthcare there’s no such provision and even if some situation where we can avoid female staff doing evening shifts. As for now it would take time to make changes, but still can we implement some more measures to make the workplace safe for women employees.
To view or add a comment, sign in
-
Check out Part 3 of our series "Navigating Substance Abuse and Recovery in the Workplace". In this segment, we explore the nuances of the Family and Medical Leave Act (FMLA) coverage for substance abuse-related absences and the implications for employers. Read it on our website at https://lnkd.in/dhEYx_nJ
Navigating Substance Abuse and Recovery in the Workplace Part 3: Understanding FMLA - Rudman Winchell
https://rudmanwinchell.com
To view or add a comment, sign in
-
🌐 Our research dives into six branches of social protection (unemployment, sickness, maternity, invalidity, old-age, and survivors' benefits), along with additional aspects like sickness cash benefits, family benefits, minimum resources, and long-term care. Follow us to discover how these systems impact professional self-employed individuals. Our report is about to be finished! #socialprotection #socialdialogue #SP4SE
To view or add a comment, sign in
-
-
A new year means new disability and leave developments and deadlines. Check out January’s #LincolnAbsenceAdvisor report to stay current with new state and local rules. Plus, three steps that can help your company move toward more equitable benefits. Download the report: https://lnkd.in/gc6yWcrY #AbsenceManagement #FMLA #PaidLeave #EmployeeBenefits
Lincoln's Absence Advisor report
lincolnfinancial.com
To view or add a comment, sign in
-
Did you know that prolonged burnout could affect a worker's ability to do routine or everyday tasks? It's also essential to know that such an employee could claim disability compensation under the Equality Act 2010. In addition, employers must find better ways of dealing with employees undergoing burnout in humane ways, as dismissing them from work is unlawful. It could lead employees to file for constructive dismissal claims. Find more here: https://bit.ly/3JplG4S #Burnout #BurnoutCompensation #EqualityAct2010 #ConstructiveDismissalClaims
To view or add a comment, sign in
-
-
A new year means new disability and leave developments and deadlines. Check out January’s #LincolnAbsenceAdvisor report to stay current with new state and local rules. Plus, three steps that can help your company move toward more equitable benefits. Download the report: https://lnkd.in/gcm4fK5n #AbsenceManagement #FMLA #PaidLeave #EmployeeBenefits
Lincoln's Absence Advisor report
lincolnfinancial.com
To view or add a comment, sign in
-
The Carer’s Leave Act 2023 is now in effect as of April 6th, 2024! This means there are some important changes you need to know about to ensure compliance. In our latest blog post, we'll break down the key points of the Act and what actions you need to take to stay compliant and prepared. #legalinsight
The Carers Leave Act 2023 and what they mean for employers - Gorvins
https://www.gorvins.com
To view or add a comment, sign in